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Represent the Knight Cancer Institute's diversity, equity, and inclusion efforts when working with entities at OHSU, including employee resource groups, the Center for Diversity & Inclusion, the SOM Diversity, Equity, Inclusion, and Belonging Office.
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Our associates also get to help us make a difference in our communities through our Zero Hunger | Zero Waste and Framework for Action: Diversity, Equity and Inclusion plans.
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The Knight includes the Division of Oncological Science (DOS) that provides an academic home for cross-disciplinary cancer researchers that leverages team science and collaboration.
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Summary:The primary role of the Medical Science Liaison (MSL) is to engage in meaningful peer-to-peer scientific dialogue with healthcare system leaders such as Regional Thought Leaders (RTLs), National Thought Leaders, and Healthcare Professional (HCPs) within a defined geography to translate science into patient care.
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Continuing education opportunities paid for by us⢠Health and well-being benefits to support quality of life⢠National partner conferences for networking and continuing education⢠Discount on Fear Free Certification ⢠Practice-paid subscription to NAVTA, VetGirl, and Vetfolio⢠Associate-led equity, inclusion, and diversity groups (we have 7 of them.
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Champions and advances cultural diversity, equity, and inclusion as a fundamental core value. Placement will generally not exceed the mid-point, based on qualifications, experience, and internal equity.
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The MSL function is knowledge-based, anchored in educating internal and external stakeholders in the science behind and safe and appropriate use of our products. Our passionate, global workforce augments local expertise and diverse mix of skills with data, science, and technology to deliver bespoke engagement solutions that help clients reimagine how they engage with their patients, payers, people and providers to improve treatment outcomes.
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As we work to weave diversity, equity, and inclusion into our work and foster a sense of belonging throughout the company and within our communities, we constantly ask ourselves: What is our impact on the world.
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Our Office of Diversity, Equity, and Inclusion (ODEI) supports individuals with their academic, personal, and professional development, as well as provides training and educational resources for all members of the college community around diversity, inclusion, power, privilege, inequity, social equity, and social justice.
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We actively work to advance social justice, equity, diversity and inclusion in our workplace, the healthcare system and community. Diversity and Inclusion: PacificSource values the diversity of the people we hire and serve.
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Telecare continues to advance cultural diversity, humility, equity, and inclusion at all levels of our organization by hiring mental health peers, BIPOC, LGBTQIA+, veterans, and all belief systems.
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OR You may substitute education for specialized experience as follows: One (1) academic year of graduate education in a field of study such as business administration (e.g., finance, accounting, auditing, marketing, and business law), law, economics, criminology, political science, government, public administration, or another related field.
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Hyster-Yale Group, Inc. (HYG), a world-class manufacturer of industrial lift trucks, has an outstanding opportunity for an exceptional and talented Instrument Lab Lead in our facility located in the Portland, Oregon area.
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Bachelor of Science in Electrical Engineering, Telecommunication Engineering, Computer Science, Computer Information Systems or equivalent of a 4-year accredited degree in a technical discipline.
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Qualifications Education: High School graduate and graduation from a Commission on Accreditation of Allied Health Education Programs (CAAHEP) accredited Electroneurodiagnostic (END) Program, or an Associate’s degree or higher with an emphasis on physical or biological science from an accredited college or university or equivalent training.
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computer science equity and inclusion jobs Title: researcher in Vancouver, WA
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.